The short version: yes and no! Scrum is Agile but Agile is not (only) Scrum.
Read the complete article here: https://pages.xebia.com/is-scrum-agile-and-is-agile-scrum
Just a site where I archive interesting reads I've encountered online
The short version: yes and no! Scrum is Agile but Agile is not (only) Scrum.
Read the complete article here: https://pages.xebia.com/is-scrum-agile-and-is-agile-scrum
It is very common for agile teams, especially Scrum teams, to estimate both their product backlog and sprint backlogs. In this article, Mike Cohn will address:
Although I think you should not try to use hours for estimation, I agree using different valuations for an estimation is best. I find using T-shirt sizes for PBIs and Story Points for SBIs work well.
Read the complete article here, and also take note of some excellent comments at the bottom: https://www.mountaingoatsoftware.com/blog/why-agile-teams-should-estimate-at-two-different-levels
There are a lot of bad articles around bashing Scrum. Willem-Jan Ageling responded on one of them in this great article: https://medium.com/serious-scrum/scrum-not-for-you-fine-but-your-article-with-criticism-is-dead-wrong-cbef2b00466d
Christiaan Verwijs wrote an excellent article about how he kick-started three Scrum Teams using a string of Liberating Structures. The complete article can be found here: https://medium.com/the-liberators/we-kick-started-three-scrum-teams-with-this-awesome-string-of-liberating-structures-19b4a409cb8d
Steps he took:
This video series is the perfect introduction to Scrum as Mike Cohn explains the fundamentals of this framework starting with the five values. It covers the different roles as well as the different ceremonies that are crucial to making Scrum work like the Daily Scrum and Sprint Planning. You’ll also learn about artifacts such as the product backlog. Finally, you’ll understand how Scrum helps you improve efficiency & quality with timeboxing, definition of done, and backlog refinement.
You'll need to sign up to get access to the videos here:
https://www.mountaingoatsoftware.com/exclusive/scrum-foundations-available-now
In the following article Mike Cohn shares his favorite questions to ask: https://www.mountaingoatsoftware.com/blog/nine-questions-scrum-masters-and-product-owners-should-be-asking
If you are ever in the need to fold some paper airplanes for a training or something, you can use this page as inspiration 😉
Copied this post from: https://retromat.org/blog/best-retrospective-for-beginners/
Positive & True
Why: Create a positive vibe and give everyone an opportunity to speak.
How: Ask your neighbor a question that is tailored to get a response that is positive, true and about their own experiences, e.g.
Then your neighbor asks their neighbor on the other side the same question and so on until everyone has answered and asked.
This will give everyone a boost and lead to better results.
Learning Matrix combined with Lean Coffee
Why: Learning Matrix is a great multi-purpose method that
has “appreciation for others” built-in. I use it to gather topics and
then use Lean Coffee to structure and time box the conversations about
these topics. I rely on Lean Coffee a lot!
How: Show a flip chart with 4 quadrants labeled ‘:)’, ‘:(‘, ‘Idea!’, and ‘Appreciation’. Hand out sticky notes.
Worked Well, Do Differently
Why: Keep track of suggested action items
How: In preparation for the retrospective head 2 flip
charts with ‘Worked well’ and ‘Do differently next time’ respectively.
Write down suggestions for actions that people mention during Lean
Coffee. State clearly that these are only suggestions for now. The team
will vote on these later.
When all Lean Coffee time is talked up, ask if there are any more suggestions for actions. If so, let them write in silence for a few minutes – 1 idea per sticky note. Let everyone read out their notes and post them to the appropriate category. Lead a short discussion on what the top 20% beneficial ideas are. Vote on which action items to try by distributing dots or X’s with a marker, e.g. 3 dots for each person to distribute. The top 2 or 3 become your action items.
AHA
Why: Demonstrate the usefulness of retrospectives by asking for lessons learned
How: Throw a ball (e.g. koosh ball) around the team to
uncover learning experiences. Give out a question at the beginning that
people answer when they catch the ball, such as:
Depending on the question it might uncover events that are bugging people. If any alarm bells go off, dig deeper.
You need at least 1 hour of time.
This article is copied from the email I’ve received from Corinna of Retromat. Subscribe to her newsletter here to get more of these useful tips.
A Scrum Master from the financial industry shared a problem with me:
“My gnarly problem is that I have one member of my team that doesn’t
like to participate in our ceremonies. Her body language shows it, but
her words never do. She doesn’t really talk during any of the
ceremonies, just tells our manager that she thinks they are a waste of
time.
I keep trying to play games and spice things up and I’ve tried the
boring, to the point method of: works well, not so well, and needs
improvement …
I just can’t get her to engage! Any help on this?”
This seems to be a very common problem. I’ve certainly had it. Here, I’ll try to keep a focus on retrospectives although it seems to be a larger problem.
In a live coaching situation there are loads of good questions to ask: How does the team react? Was there ever a retrospective during which she was engaged? What is she like outside of the retros?
Without knowing many of the specifics, here is some generic advice.
In general, I’ve stopped forcing people. As Marshall Rosenberg said, you cannot make people do anything. We certainly can’t make them “be agile”. If she doesn’t want to be there, she won’t engage. What would happen if she didn’t have to come? How would that affect the team? How does it affect the team now that she’s not engaging?
I’ve often seen teams invest a lot of energy trying to include someone who didn’t really want to be part of it. Not everybody is cut out for agile. Not everybody can be won over. That’s okay. Time will tell if she wants to work in an agile team or not. Sometimes it’s best for everyone if someone leaves the team – As graciously as possible: Let everyone save face. Certainly no mobbing!
But we’re not there yet. Everybody deserves a fair chance and we’re trying to include someone.
She gave a reason for her disengagement, at least to the manager. And it’s a valid reason. Veronika Kotrba and Ralph Miarka taught me: “Everybody is the expert for their own situation”. If she thinks it’s a waste of her time, then it’s a waste of her time. Period. The question is: What would make it worth her while?
What is your relationship like? Is that something that you can ask her? Without being defensive or reproachful? With a curious mindset because you would honestly like to know? That would be my preferred route. And you can phrase it very positively: “What would you want to have happen that would make the retrospective a good use of your time?”
If you feel like you cannot approach her directly, you could try Outcome Expectations. Maybe she will tell what would make a retrospective valuable to her.
In the Retromat
1) If people don’t speak early on in a meeting it gives them silent permission to stay quiet. It’s part of the duties of the “Set the Stage” activity to give everyone the opportunity to speak within the first 5 minutes.
2) You’ve already mentioned body language. What about her position in the room relative to the other participants? A lack of involvement might manifest in sitting outside of the inner circle. Luckily positions also work the other way around: If I can coax a person to join the inner circle they will often also engage more.
When I start with a new team I often run ESVP in one of the first three retrospectives. I’m fully prepared to let Prisoners go. I’ve only ever had Prisoners once (in a retro with 25 people). I invited them to change their minds and then gave a 5 minute coffee break to let them slip away quietly. (ESVP was anonymous, of course. I honestly can’t remember if everyone came back or if the 2 prisoners stayed away.)
I assume your team is not that big and it would be obvious who the prisoner is anyway. Plus, you’ve already worked with that team for a while. That’s why I wouldn’t use ESVP here, unless you think it might surface some other, less obvious Prisoners.
ESVP is something you might consider for a future team.
Phew, that’s it.
tl;dr Don’t force her. Find out what would make it worth her time.